Manage the entire employee lifecycle in one connected suite.

Workzoom provides three dedicated dashboards controlled by suite-based security. Admins get full access to all employee records, organizational structure, reporting, and configuration. Managers see their direct reports' data, process approvals, view team reports, and manage day-to-day requests. Employees get self-service access to view pay stubs, request time off, update personal information, access documents, and manage their own profile. Field-level security controls let you fine-tune exactly what each role can see and edit across every HR module.

Every change to an employee record is date-stamped and preserved. When someone gets promoted on March 1, the system keeps their old title, department, pay rate, and reporting line intact through February 28 and applies the new data starting March 1. Nothing gets overwritten. You can look at any point in time and see exactly what the organization looked like on that date. This matters for accurate historical reporting, audit compliance, retroactive payroll adjustments, and answering leadership questions about how things looked at any moment in the past.

Core modules included with every deployment are Personnel (employee records, dashboards, self-service), Organization (worksites, departments, jobs, org charts), and Compensation (pay structures, salary bands, total rewards). Optional modules you add based on need are Recruiting (applicant tracking and resume parsing), Onboarding (digital checklists and document collection), and Engagement (surveys, polls, and internal communications). All six modules share the same employee record and database.

The three hierarchies you define in Organization (worksites, departments, and jobs) ripple across the entire platform. Approval workflows in Time Off, Expenses, and Recruiting route to the right managers based on reporting lines. Payroll uses cost center mappings for journal entries and financial reporting. Scheduling knows which employees belong to which locations. Performance reviews follow the reporting structure for manager evaluations. Engagement surveys can be targeted and reported by department, division, or location. Set it up once and everything else inherits the structure.

Yes. Personnel supports multi-entity management, so organizations running multiple companies or legal entities manage all of them from one platform. Each entity maintains its own compliance rules, pay structures, and reporting while rolling up to a unified view. This is especially valuable for holding companies, multi-location operations, and organizations operating across countries where each jurisdiction requires separate legal entities. Workzoom currently supports payroll and HR compliance in Canada, the Bahamas, Jamaica, Trinidad and Tobago, and more.

Records are never deleted. When an employee leaves, their record is inactivated or closed depending on the circumstance. The full history of their employment, including every change, document, and approval, stays intact permanently. If they come back (rehire, seasonal return, contract renewal), you reactivate their record and all prior history is still there. If you have the Onboarding module, offboarding workflows handle exit tasks like equipment returns, access revocation, and final documentation automatically.

Compensation sits between Personnel (which holds current pay data) and Payroll (which processes it). When you define salary bands, run a compensation planning cycle, or approve a merit increase, those decisions are stored as date-effective changes in the employee record. When Payroll runs, it pulls the correct compensation data for that period automatically. No manual handoff, no re-entry, no risk of the wrong rate being applied because someone forgot to update a spreadsheet.

You provide a well-organized spreadsheet with core information like names, roles, compensation, and hire dates. Your implementation coach handles mapping and importing, typically completing one to two imports within days. You validate and adjust data directly in your sandbox environment before going live. For organizations adding Payroll, year-to-date amounts and leave balances are also imported for validation through parallel runs. The whole process is designed to get your personnel data loaded fast so you can start building on it.

That is exactly how it is designed to work. Many organizations start with the HR Suite to get their people data, org structure, and compensation right, then add Workforce for scheduling and time tracking, or Payroll for pay processing. Because everything runs on the same employee record, turning on a new suite is not a migration. Your data is already there. You configure the new module and go. No re-entry, no duplicate data, no integration headaches. See pricing details.

The HR Suite creates and manages the single employee record that every other suite depends on. Payroll needs employee data and compensation details to process pay. Workforce needs organizational structure to build schedules and route approvals. Talent needs reporting lines for performance reviews. Without Personnel and Organization as the foundation, the other suites have no data to work with. It is the starting point for every Workzoom deployment at $4 per employee per month.